Avoid Buyer’s Remorse With This Checklist For HR Tech

There is an increasing trend within the business world to incorporate technology — especially AI-enabled — that can provide a competitive edge and sustain the efficient running of operations without the complexities of large workforces.

However, such endeavors are often embroiled in controversy as the allure of embracing technology without conducting due-diligence on its optimal use, fuels distrust, discontent and divisiveness among employees. Such an impact is significantly felt in a highly cohesive corporate culture firmly bound by shared values that affirms a strong psychological contract and in a strongly unionized environment predisposed to viewing any management claims of progress with suspicion.

Additionally, the sobering reality of the shrinking number of jobs that can productively and profitably use human talent is increasing workplace insecurity and incentivizing “career cannibalization” of peers by ambitious professionals. This is leading in some cases to a “survival of the fittest” attitude within the workplace.

On the other hand, the prospect of running out of ideas or options to overcome critical issues is not a daunting challenge where here is a vibrant culture of innovation at all levels of the organization.  Consequently, it is imperative that prudent measures must be taken with respect to the acquisition of any “needed” technology.  The following simple equation can be used as an guiding principle for such an initiative:

The equation is facilitated by a series of questions in the form of a checklist. How these are answered will assist in arriving at a comprehensive assessment for procuring the technology to fulfill relevant goals/objectives. Download the checklist here. It’s in WORD format.

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The path to accomplishing extraordinary/unexpected feats in terms of organizational success is generally paved by the mile markers of how well ordinary and expected things are being done, e.g., transparency and streamlining of business processes, minimal employee absenteeism, low attrition rates, timely corrective/preventive actions, etc.

After precluding all other viable alternatives and scenarios of internal innovative capability to effectively manage without such technology,  the results of the questions in the checklist should be meticulously analyzed to determine if the technology on offer is the one that is the one that is actually needed.  Proactive Prudence will always prevail over Reactive Regret when making such decisions.

Murad Salman Mirza is an innovative thinker and an astute practitioner of areas within and associated with the fields of Organizational Development, Talent Management & Business Transformation. His research papers have been read in more than 60 countries around the globe.  His insights/articles/perspectives have been featured in more than 35 countries across the world.  He has worked in various geographical regions and has a rich history of delivering desired results for progressive organizations ranging from SMEs to Large Corporate Entities.  His scholastic accomplishments have been affirmed by induction into Beta Gamma Sigma, an International Honor Society, as a Lifetime Member. He is also a globally published author and an active contributor to various professional forums. His profile on LinkedIn can be viewed at: http://ae.linkedin.com/in/muradsalmanmirza